Wednesday, 1 March 2017

CTSNA Recognized for contribution to Bruce County Economy

Left: Mitch Twolan, Bruce County Warden, Middle: Neil Smith, President & CEO CTS North America, Right: Mike Rencheck, President & CEO Bruce Power

At the 2017 Canadian Nuclear Association (CNA) conference On Thursday February 23rd CTS North America was recognized for their contribution and commitment to the Bruce County regional economy.   The certificate was presented to our President Neil Smith by Mitch Twolan, Bruce County Warden and Mike Rencheck, President and CEO, Bruce Power.  For more information about CTS North America please take a look at our website: 

Monday, 27 February 2017

CTSNA earned the Best of Staffing® Award for providing remarkable service quality in 2017

CTSNA earned the Best of Staffing® Award for providing remarkable service quality. Fewer than 2% of all staffing agencies in the U.S. and Canada earned the 2017 Best of Staffing Award for service excellence. Best of Staffing winners truly stand out for exceeding expectations and this award identifies the staffing industry's elite leaders in service quality.

Commissioning & Technical Services (N.A.) Ltd. (CTSNA)

Earned by less than two percent of all staffing agencies in the U.S. and Canada

Burlington, ON – February 16th 2017 – Commissioning & Technical Services (N.A.) Ltd. (CTSNA), a leading recruitment agency in the Engineering & Technical field announced today they have won Inavero’s Best of Staffing® Client and Talent Awards for providing superior service to their clients and job seekers. Presented in partnership with CareerBuilder, Inavero’s Best of Staffing winners have proven to be industry leaders in service quality based completely on the ratings given to them by their clients and permanent and contract candidates they have helped place. On average, clients of winning agencies are 2.5 times more likely to be completely satisfied and talent of winning agencies are 3.6 times more likely to be completely satisfied with the services provided compared to those working with non-winning agencies. Award winners make up less than two percent of all staffing agencies in the U.S. and Canada who earned the Best of Staffing Award for service excellence.

“We have taken the last year to look at our systems, processes and people with a clear focus on continuous improvement. These survey results provide us with a new benchmark in which we can measure ourselves and strive to improve year over year.” CTSNA’s President & CEO Neil Smith said.
Focused on helping to connect people with the right job openings at Canadian companies, CTSNA received satisfaction scores of 8, 9 or 10 out of 10 from 94% of their clients and 91% of their talent, significantly higher than the industry’s average.

Eric Goodman, Operations Manager added “We would like to thank all of our clients and contractors for taking the time to provide us with this invaluable feedback. We are proud of our achievements thus far and are ecstatic about this award.”

"Staffing firms are giving top companies a competitive advantage as they search for talent in North America," said Inavero's CEO Eric Gregg. "The 2017 Best of Staffing winners have achieved exceptionally high levels of satisfaction and I'm proud to feature them on"

In working with CTSNA as your recruitment partner, expect a full-service recruitment process experience like no other. We are the comprehensive solution for scalable and customizable recruitment, staff augmentation and human capital consulting. We pride ourselves on our high-touch responsive model and unique approach to recruiting. Our company value proposition focuses on quality relationships, which lead to quality results.

About Inavero’s Best of Staffing

Inavero’s Best of Staffing® Award is the only award in the U.S. and Canada that recognizes staffing agencies that have proven superior service quality based completely on the ratings given to them by their clients and job candidates. Award winners are showcased by city and area of expertise on – an online resource for hiring professionals and job seekers to find the best staffing agencies to call when they are in need.

Learn more and visit us at 

Client Testimonial

We have had a great working relationship with CTSNA and they are always prompt in how they support our requests.

October 21, 2016

Check out what other testimonials we have by visiting our page at or learn more about what CTSNA can offer you by visiting our site at

Check out our jobs at:

Job Seeker Testimonial

"Staff are efficient, friendly and I have never had a problem with pay . They were helpful when incorporating and provided useful information. Contract renewals [...]"

October 22, 2016

Check out what other testimonials we have by visiting our page at or learn more about what CTSNA can offer you by visiting our site at

Check out our jobs at:

Wednesday, 9 March 2016

Effective Interviewing: Tips for Candidates

Using the Star technique to shine at job interviews: a how-to guide

There are many types of interviews, from the free flowing to the formal, but one that you are likely to come up against at some point is the competency-based interview.
They're designed to make the job application process as objective as possible, removing any conscious or subconscious bias by the interviewer by asking each candidate the same questions. Some people feel this type of interview is more stilted – there can be less opportunity to build rapport. However, they are very common, especially in large organisations and the public sector, so it's worth refining your technique.
The questions will be driven by a competency framework that's required for the job. For example, a marketing executive may require problem-solving skills, or a job in customer services may require conflict management skills.
The interview questions tend to start with a variation of, "Tell me about a time when…" This may sound simple but, in the heat of the interview, it's easy to give an unstructured answer, miss out key details, or let the story peter to a halt.
One way of avoiding this is by using the Star acronym to structure your response. Here are two examples of how to implement the technique:
A candidate for a marketing executive role might be asked: "Tell me about a time that you solved a problem to a tight timescale." Here's how you could structure your response:

 Situation – set the context for your story. For example, "We were due to be delivering a presentation to a group of 30 interested industry players on our new product and Stuart, the guy due to deliver it, got stuck on a train from Birmingham."
 Task – what was required of you. For example, "It was my responsibility to find an alternative so it didn't reflect badly on the company and we didn't waste the opportunity."
 Activity – what you actually did. For example, "I spoke to the event organisers to find out if they could change the running order. They agreed so we bought ourselves some time. I contacted Susan, another member of the team, who at a push could step in. She agreed to drop what she was doing and head to the event."
 Result – how well the situation played out. For example, "Stuart didn't make the meeting on time but we explained the problem to the delegates and Susan's presentation went well – a bit rough around the edges but it was warmly received. Stuart managed to get there for the last 15 minutes to answer questions. As a result we gained some good contacts, at least two of which we converted into paying clients."

There are a few things to note with this response: it's important to speak in specific rather than general terms and quantify your success. In this example, we mentioned 30 delegates, the names of the people involved and quantified two contacts converted to clients. From a listener's perspective, this makes the story more interesting and they are more able to gauge your success. Nameless figures and undefined successes can make the answer less feel less convincing. Secondly, as there are likely to be many questions and interviewers have short attention spans, it's important to keep your answers concise: convey the maximum achievement in the minimum time. Finally, it's important to finish on a positive note so the overall impression is strong.
In a second example, a candidate for a customer services role is asked: "Describe a situation when you had to deliver excellent customer service following a complaint"

 Situation: "A customer rang up complaining that they'd waited more than two weeks for a reply from our sales team regarding a product query."
 Task: "I needed to address the client's immediate query and find out what went wrong in the normal process."
 Activity: "I apologised, got the details and passed them to our head salesperson, who contacted the client within the hour. I investigated why the query hadn't been answered. I discovered that it was a combination of a wrong mobile number and a generic email address that wasn't being checked. I let the client know and we offered a goodwill discount on her next order."
 Result: "The client not only continued to order from us but posted a positive customer service tweet."

Used at its best, the Star structure is invisible to the listener and it simply comes across as a well-articulated example. Create a bank of answers in this format in advance, so don't struggle to do it on the day and can make it appear as seamless as possible.